Mistakes That You Make in Managing a Contingent Workforce Can Cost You BigWhether you are using temporary workers for occasional fill-ins, or to manage business peaks and valleys, you are not alone.  The Bureau of Labor Statistics (BLS) reported that temporary help employment increased 2.2% from August to September and over 8.1% from the same month last year.

No matter your reasons, to grow your business you need to maximize your return – including your return in temporary staffing. To do so, you need to:

  • ensure your contingent workers are productive, efficient and easy to manage;
  • minimize co-employment concerns

So here are some tips to get the biggest bang for your buck.

When ordering provide lots of detail for your staffing provider / partner.

Be specific.  Specificity in your initial request is probably the most important thing you can bring to the table when working with a staffing provider.  When you’re specific in the type of person you need, the staffing firm will be more successful in providing the right employee.  

  • Determine exactly what you want the temporary employee to accomplish. Document tasks to be performed, skills required and your expected standards of performance.
  • Describe your work environment, in detail. This includes the nature of the work and the corporate culture.  If specific tools, equipment or software programs need to be used, including that in your description.

Orient your internal and temporary staff – as well as your staffing provider.

Communication is the key to success. If you’re bringing in short-term or project-based personnel, be sure to clearly explain to your employees exactly where and why you are using contingent staff. This keeps your employees from feeling threatened in their own job security.

However, do not ignore the temporary workers. They should be part of your team, and they need adequate explanations in order to be successful as well.  Provide a job site orientation, including a facilities tour. Introduce temporary employees to both co-workers and supervisors who can answer questions and provide direction. If you use a large number of temporary employees, your staffing provider may assist with orientation or provide an on-site contact.

Conduct an exit interview and follow up with staffing provider

When a temporary employee’s job duties are fulfilled, conduct an exit interview. Talk with the temp about his experience, including what he thought worked well and what might need changing.  This provides you with valuable insight and  allows you benchmark and improve the process going forward.

Get the Best Staffing Results with Snelling

Contact us today to learn how we can help you maximize the return on your investment and keep your business humming along.

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